Learning & Delivery Specialist

The Learning & Delivery Specialist helps Fortive Operating Companies build the capabilities they need to win by creating practical, reusable learning content and curriculum that our various operating companies can deploy with minimal effort. This role turns the voice of our internal customers and Fortive priorities into clear learning experiences that drive adoption and real behavior change in the flow of  practice, this role partners with Talent Enablement Partners, Talent Planning, People Insights, and HRVPs across the enterprise to turn needs analysis into reusable learning pieces (targeting ~80% shared core) that our companies can tailor as needed.

It has a bias for fast, resourceful builds — curating off-the-shelf learning where it fits, using external benchmarks to raise quality, and adding Fortive-specific context only when it makes the content more useful. Primary Responsibilities
1. Needs Translation & Intake Partner with Talent Planning, People Insights, Talent Enablement Partners, OpCo HRVPs, and FLT stakeholders to turn business strategy and talent signals into clear capability needs and learning outcomes that OpCos can use  partnership with Talent Planning understand OpCo needs to inform most common, highest-impact learning and capability gaps to inform centralized content development.

Frame learning demand in an 80/20 way: define the reusable core (so OpCos can move faster) and the “last mile” customization needed for local relevance and adoption.
2. Shared Curriculum & Content Development (Build the 80%)Design and develop curricula and content that OpCos can deploy with minimal friction—clear, practical, and built for real leader/employee use in the flow of work.

Establish and maintain a shared set of learning content that covers priority capabilities, including:(TBD) GEM leadership capabilities, FBS Fundamentals, people leadership, change management, onboarding, and other priority capabilities as defined by the roadmap.

Build content with a reuse-first mindset: start with off-the-shelf learning when it fits, then add Fortive or OpCo examples only when they improve usefulness, uptake, and outcomes.

Support delivery of Fortive-wide learning moments and curriculum (ECO, GMDP, FBSLO, ALE, FLS, etc.).Own the design and development of change management curriculum and capability-building content, in partnership with the FBS Office, for localized delivery through TE Partners.
3. Experimentation, VOC, and Learning Effectiveness Operate with a bias for quick pilots: test with one or more OpCos, measure usefulness and adoption, iterate fast, and scale what works.

Run tight VOC loops with Talent Enablement Partners, learners, and OpCo HR/people leaders to improve content clarity, usability, and real-world application.

Define lightweight effectiveness measures (participation, completion, on-the-job use, leader feedback, and business-aligned outcomes where possible) and use results to refine the roadmap.
4. Leading Practices, Benchmarks, and Expert Network Maintain a leading practice library across OpCos (what’s working, assets, approaches, facilitators) so OpCos can reuse proven tools instead of starting from scratch.

Facilitate simple benchmarking across OpCos and with external sources to keep content current, practical, and effective.

Build and manage an internal and external expertise pool (SMEs, facilitators, vendors, platforms, and content sources) to accelerate development speed and quality—including researching and selecting best-fit options as needs evolve.

Listen, test, and incorporate input—while keeping the bar high for quality and making sure content is easy for OpCos to reuse and deploy.

Required Experience & Capabilities Bachelor’s degree required, ideally in Human Resources,…